Breakthrough in employee evaluation

Fundamentally and comprehensively reforming personnel work, considering personnel evaluation as a breakthrough; personnel evaluation as a key step, it must be fair, objective, and substantive; resolutely overcoming the "one-size-fits-all" approach in personnel evaluation; seriously and substantively implementing the principle of "entry and exit," "promotion and demotion"; promptly dismissing, accepting resignations, and replacing personnel with limited capacity, low prestige, or who do not meet job requirements through quarterly and annual personnel evaluations.

This is one of the points clearly stated in the Notice of Conclusion issued by General Secretary and President To Lam at the working session with the Central Organizing Committee on the focus of Party building, organizational work, and personnel work in accordance with the spirit of the recent 14th Party Congress Resolution.

In reality, evaluating cadres is not merely a basis for periodic ranking, but a crucial basis for identifying, selecting, utilizing, and valuing talent. Accurate evaluation leads to the right placement and utilization of talented individuals. When evaluations are accurate, cadres who dare to think, act, and innovate will have the opportunity to be discovered and utilized. Conversely, those with weak capabilities, who evade responsibility, and who work half-heartedly will be weeded out. Serious and objective evaluations will prevent superficial assessments and avoid cadres being placed in the wrong positions.

Despite its importance, the implementation of cadre evaluation has had some limitations in recent times, alongside positive results. Although not numerous, there are still cases where cadres are evaluated as "excellently performing their duties" annually, but later commit violations requiring disciplinary action, or even criminal prosecution. This stems from the fact that cadre evaluations are often conducted in a perfunctory, formalistic, and biased manner.

Our country is entering a new phase with many new demands, tasks, and goals, including double-digit growth; economic development based on science, technology, innovation, and digital transformation; focusing resources on institutional reform, building a digital government, and implementing a two-tiered local government model... In light of this reality, the workforce is facing higher demands for innovative thinking and implementation capabilities, with a spirit of daring to think, daring to act, and daring to take responsibility more than ever before.

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To have a workforce with sufficient competence and qualifications to meet the demands of reality, the personnel evaluation process requires a breakthrough, and a screening mechanism is needed right from the evaluation stage.

General Secretary and President To Lam emphasized: procedures are very important, but procedures cannot replace the quality of cadres. Documents are essential, but they cannot replace the output of work. Degrees, seniority, and positions cannot replace the ability to perform, reputation, and results of serving the people.

To achieve breakthroughs in personnel evaluation, assessments must be based on the level of job completion linked to specific outputs. This should also include the progress of work processing, the effectiveness of policy advice, and the level of satisfaction of citizens and businesses. Furthermore, the application of technology in personnel management and evaluation needs to be promoted. Digital data systems on task performance and work progress will be an important basis for objectively evaluating personnel, limiting the influence of subjective factors.

An effective system needs a mechanism for continuous self-renewal. Therefore, the screening of officials through evaluation should become a regular activity in the personnel management of the political system. Only when officials are evaluated based on specific work results quantified by numbers, products, and practical effectiveness will the promotion or demotion of officials be truly objective, transparent, and convincing.

Officials who repeatedly fail to complete their tasks, lack leadership capacity, are sluggish, evasive in implementation, or commit serious violations in their areas of responsibility should be considered for timely dismissal and replacement. Conversely, officials with outstanding abilities, who dare to innovate for the common good, and who have clear practical results should be recognized and boldly given opportunities to contribute and develop.

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A modern public service cannot operate on a mindset of lifelong security; it requires innovation and continuous effort from its staff. Only when officials are evaluated based on their work efficiency and the satisfaction of the people will the policy of "entry and exit," "promotion and demotion," truly become a powerful driving force for innovation in the operation of the system – innovation to better serve the people.

Source: https://daibieunhandan.vn/dot-pha-trong-danh-gia-can-bo-10420560.html